Organisational Behaviour: A Critical Analysis of Ryanair's Performance

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ORGANISATIONAL
BEHAVIOUR

INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................1
P1, M1 Critical analysis of how business politics, culture and power influence team and
individual performances and behaviours...............................................................................1
TASK 2......................................................................................................................................1
P2, M2 Critically analysing how process and content theory of inspiration and methods
enable accomplishment of aims.............................................................................................1
D1...........................................................................................................................................4
TASK 3......................................................................................................................................1
P3, M3 Factors that distinguish an effective and ineffective team........................................1
TASK 4......................................................................................................................................1
P4, M4 Applying beliefs and perceptions of business behaviours.........................................1
D2...........................................................................................................................................2
Conclusion..................................................................................................................................1
REFERENCES...........................................................................................................................1

INTRODUCTION
The organisational performance is concerned with the prediction, understanding and control
for the effective management of behaviours within organisation. It is also a study of both
individuals and team performances and behaviour and activities related with them. The report
is based on Ryanair which is struggling from its low customer services and satisfaction. In
this context, the report will analyse how organisation political, cultural and power affect team
and individuals performances and behaviours and how theories such as process and content
of motivation and encourage methods allow accomplishment of goals. In addition, an aspect
that makes effective teams and distinguish it from ineffective teams will be discussed.
Finally, values and perceptions of business performance will be explained in this report.
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TASK 1
P1, M1 Critical analysis of how business politics, culture and power influence team and
individual performances and behaviours
Ryanair power, politics and culture has a great impact on individuals and team performances
and behaviour. These three elements have their individual impact both positive and negative
on overall condition of organisation.
Culture influence
The philosophy of organisation is categorised into four aspects such as role, task, person and
power. These four have their individual impact on Ryanair. As per Typology’s Typology,
culture within the business organization can be classified as follows:
The power culture: In this web the concentration command is revealed by organisation. The
roles and responsibilities are managed by Ryanair members. Only few members are able to
take decisions regarding business activities (Reb and Atkins, 2015). In this regards, strategies
are formulated by organisation members but implemented by others.
The role culture: It is known as Greek temple in which head stands for the process of
delivering decisions. The other serviceable units of Ryanair are the stakes that help to
implement the decisions. Functional units which stand for pillars reflect main power of
organisation role culture. The philosophy is only effective for businesses that do not make
rapid modifications in their operational activities.
The task culture: This culture describe departmental and development activities,
characteristics and extensive research of Ryanair. There are liaisons between Ryanair
function, departments, integrations, communications and operations where it can make
changes to betake part in keenness actions. Task culture affect organisation decision making,
leadership, performance and behaviour of teams and individuals in both positive and negative
terms depending on operations managed by them.
The person culture: It is a crucial part of organisation construction consensus. Here,
organisation determines the path and structures which is pursued by team and individuals. An
effective structure of business requires quality services produced by individuals and team
(Bhamra, 2015). Ryanair management is responsible for controlling the relationship to define
the most appropriate and suitable culture for them. It is suitable for the organisation as it
reflect the person culture.
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The organisation must enhance the awareness of its culture by analysing the positive and
negative aspects of cultural differences. In this regards, management is responsible for
managing and controlling the cultural diversity to think or act people in similar way.
Hofstede’s dimensions of culture theory
Cultural changes are can act as an obstacle towards effective communications within Ryanair.
It can easily affect the performances of individuals and teams. In this regards, the
organisation requires understanding of these differences to work with different people from
various cultures. Hofstede described 6 scopes that can differentiate 1 philosophy. Power distance index (high versus low). Individualism versus collectivism. Masculinity versus Femininity. Uncertainty Avoidance Index (high versus low). Long- versus short-term orientation. Indulgence versus Restraint from another.
Figure 1: Hofstede’s dimensions of culture theory
The organisation must take time to evaluate country score where it is operating. The
management must interact with people from the nation than compare Hofstede scores with
results in order to determine relevancy and accuracy for business (Hofstede’s dimensions of
culture theory, 2017). This will help to provide values to people from various cultures
working within organisation.
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The digital technology and globalisation also shaped and influenced Ryanair culture. It can be
said that in 21st century, organisations are making effective use of digital technologies in
order to increase their operational level in global market.
Influence of Power
Power is an authority delivered by Ryanair to their top level administration including leaders
and managers. It is given to improve performance, behaviour and operations managed by
employees (Balmer and Burghausen, 2015). It can be said that negative and misuse of power
can lead to decrease in customer satisfaction, profitability and production. It also has an
impact on employee’s motivation and morality that can reduce quality of services provide by
organisation. The different source of power is position power, personal power and
empowerment. The leaders and managers can enhance their power.
French and Raven’s power types Coercive power: It involves punishment or threats to affect passivity. Connection power: It is liable on the relationship of users with affecting people. Prize power: It is liable on the ability of users to affect others by delivering values. Legitimate power: This force is based on the other power which is position of user
within firm. Referent power: This power lies on the individual power relation of user with other. Information power: It lies on user’s or other’s needs for information. Professional power: It lies on ability, skills and knowledge of operator.
Influence of Politics
Politics can be described as the process of using and increasing power to influence others
within organisation. Politics can affect the internal environment of business in terms of
employees, productivity and profitability. The political behaviour includes: Networking: It is a procedure of improving relations for the initial gaol of building
career and socialising. Reciprocity: It is used to create duties and growth of associations in order to achieve
objectives. Coalition building: It is an alliance network which helps Ryanair managers to
accomplish objectives.
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Politics within the business can either put positive or negative impact on performance of
organisation including an individual and team. Politics within Ryanair has helped the
organization to make decisions in an easier manner. This further support leading authorities
of the organizations to make changes in delegation of power and authorities. While on the
other hand it has largely influenced the decision making because of conflicts among
personals.
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TASK 2
P2, M2 Critically analysing how process and content theory of inspiration and methods
enable accomplishment of aims
It can be said that Ryanair is struggling due to the lack of effective relationship within
employees. It is decreasing the customer satisfaction and business performance in the market.
In this regards, motivational techniques and theories will help organisation to enable team
and individual performance in re-structuring to achieve objectives and goals effectively.
Extrinsic and intrinsic motivation
Extrinsic inspiration happens within organisation when the employees are encouraged to
involve in activities to receive rewards. In this, individuals within business engage in
behaviour to get something in return not because they are enjoying or finding satisfaction
(López-Fernándezand Rajagopal, 2017). On the other hand, intrinsic motivation refers to
when an individual engage in behaviour to rewards himself personally. For example,
performing for own sake rather than any other.
Maslow- Hierarchy of Needs
Physiological needs: Human beings have some basic needs such as sleep, shelter, food and
water. The organisation must ensure that these physiological needs are completing of
individuals working with them to achieve their motivation. This will support Ryanair to
encourage employees to work hard so that higher level of needs must be fulfilled.
Safety and security: It can be said that individuals, teams and other members working with
organisation must be provided with safety and security needs such as source of income,
safety from machineries and other tactical equipment. The management of Ryanair must
consider the financial and personal security, safety from injuries of employees to enhance
their living standard and motivation.
Self-actualization: It can be said that self-actualisation is a desire of an individual to impose
growth with potentiality while working with organisation (Famiola and Adiwoso, 2016). The
management of Ryanair must provide opportunities to their workers to choose their own task,
versions and work to be satisfied at each and every level. This will help the employees to
attain higher level of customer satisfaction.
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Alderfer Theory
Existence needs: Existence needs can be described as individuals physiological requirements
including bodily and security. It can affect the operations of organisation and living normal of
employees.
Relatedness needs: Relatedness requirements are an individual relationship needs with his or
her peers, family members, management and subordinates with belongingness and love.
These needs are somehow associated with the Maslow communal.
Growth needs: The management is responsible for providing opportunities for the growth
and development of individuals. It helps them to improve and develop their progress.
The Two Factor Theory By Herzberg
Herzberg describes some factors associated with employee’s motivation that helps to improve
and encourage their motivation and satisfaction towards job (Heard and Swales, 2016). The
theory describes that there are some hygiene factors which can affect satisfaction of workers
negatively.
Process Theories Of Vroom's Expectancy
Vroom’s Expectancy Theory undertakes that behaviour of the individual is the outcome of
appropriate choices among various alternatives. The theory states that performance of the
individual or the employees is dependent upon factors such as experience, abilities, skills, etc.
It has also been identified that performance is highly interconnected with individual
motivation. For this three variables must be taken into account by Ryanair which are as
follows:
Expectancy: An individual working within organisation must believe in his or her efforts
towards completing a task. The theory tells that he or she must believe in hard work to
achieve success. The management must increase motivation to enhance high performance
working.
Instrumentality: It can be said that the connection of goals and activities can be achieved or
filled through instrumentality. Individuals within Ryanair can acquire advantage of incentives
by providing their best in his or her work.
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Valence: It is a degree provided by organisation to their employees in terms of reward for
performing best and achieving the goals. It helps to increase their motivation to work hard
and kiss the success.
Adam's Equity Theory
According to this theory, the management of Ryanair must treat their employees equally
which will help to increase their commitment and motivation to provide best efforts. In
addition, management must ensure them that there are no secrets hidden from them to build
trust. The contribution of work must be same for all of them in order to get beneficial
outcomes in terms of profitability.
Locke's Goal Setting Theory
This theory was developed by Locke in 1990. It defines that setting aims that are challenging
in nature and commitments helps employees to work hard and enhance their motivation level.
In this regards, management can develop new goals for their employees so that they can
campaign behaviour of individuals and teams.
Motivational Techniques
Motivational techniques help to increase motivation of employees towards their work.
Providing challenging work: The management can provide meaningful and challenging
work to their workers according to their new aims. This will help employees to understand
the importance of work they are doing (Frawley, Meehan and De Brún, 2018). They will put
extra efforts and this will enhance their scope of work.
Supportive feedback: The management must provide supportive feedbacks to workers to
motivate them. This will encourage and inspire them to achieve their individual goals by
working hard.
Rewards and incentives: Rewards drive performances. These are some extra benefits
provided to workers who perform well in their task and achieve their goals. It helps to
motivate others to work hard and accomplish Ryanair objectives.
Emotional Intelligence
It is a capability of employee to admit his or her feelings to reflect between emotions of
others. It is a way to guide employees towards positive behaviour and attitude at workplace to
control their emotions according to the working environment.
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Soft Skills
Soft skills are necessary to achieve desired goals and objectives for an individual. It can be
achieved through positive behaviour and attitude, personality traits and good habits. These
skills help an individual to perform better in task within organisation. These are managed
through candour, communication skills, team work, dependability and mental ability.
D1
It can be said that there is a relationship between firm power, politics and culture which affect
behaviour and performances of team and individuals. The performance and behaviours of
team and individual can be influenced through effective application of motivational theories
to enhance their performances to accomplish desired aims and objectives. The management
of Ryanair is responsible for applying such concepts in a regular interval for the better and
effective management of their services provided to customers. It will enhance abilities and
capabilities of their workers so that customer satisfaction can be achieved by providing
quality services effectively.
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TASK 3
P3, M3 Factors that distinguish an effective and ineffective team
It can be said that a team is made of one or more than two individuals working to accomplish
the desired goals of organisation. The different team working with Ryanair are described
below:
Problematic teams: The isue solving team brings key managers and leaders together to make
solution for the project issue through facilitator. The team is working within organisation to
work on issues to come up with effective solutions.
Purposeful teams: This team of individuals with a aspects proficiency that is common and
working towards shared objectives (Chung, Ding and Ma, 2019).Functional teams within
organisation are placed so that departments within firm can work together.
Assignment team: In this members belongs to various elements and groups are allocated for
the similar assignment activities. Assignment team within Ryanair manage various projects
effectively to accomplish the common objective of improvement.
Virtual team: It is also known as remote team which is a group of people working
collaboratively in different geographical locations set by Ryanair. The team rely on
communication technologies and placed within organisation to acquire information from each
and every destination.
The characteristics of an effective team include effective use of situational leadership by
leaders and open discussion made between them (Burlea and Remmé, 2017). This helps to
present their ideas and strategies to face various situations while implementing the new
project plan. This helps to improve their skills, knowledge and abilities to solve conflicts and
issues regarding project within organisation.
Groups are referred to as ineffective team when members of the group resist developing and
accepting ideas suggested by others. Further Team members within ineffective teams mostly
do not agree to the shared objectives that lead to increasing conflicts. Team members within
ineffective teams do not possess the ability to share ideas with other team mates.
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